HRD Mechanism or Subsystems in an Organization.

HRD mechanisms or subsystems are defined as follows:

• Career Planning.
• Performance appraisal.
• Feedback and Performance Coaching.
• Potential Appraisal and Development.
• Training.
• Organizational Development.
• Rewards.
• Employee Welfare and Quality of Work Life

Career Planning.

Career planning is a lifelong process, which includes choosing an occupation, getting a job, growing in our job, possibly changing careers, and eventually retiring. One might seek the services of a career development professional to help facilitate his or her journey through this process.

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Whether or not you choose to work with a professional, or work through the process on your own is less important than the amount of thought and energy you put into choosing a career.

It is very important to have information about ones interests, values, roles, aptitudes, preferred environments, developmental needs and realities. After this some actions need to be taken in order to reach ones goal as follows:

• Investigating sources of additional training and education, if needed.
• Developing a job search strategy.
• Writing resume.
• Gathering company information.
• Composing cover letters.
• Preparing for job interviews

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Performance appraisal:

Performance appraisal of employees are necessary’ to understand each employee’s abilities, competencies and relative merit and worth for the organization.

Performance appraisal rates the employees in terms of their performance. Performance appraisals are an indispensable part of performance measurement.

Feedback and Performance Coaching:

The supervisor must learn how to direct discussions with employees regarding work performance, in particular those techniques required channeling the employee’s energies toward improved performance.

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The key to the performance coaching and feedback approach is getting the employee to take personal accountability for his or her own behavior.

Until the employee takes personal accountability for his or her own behavior, performance will not improve. Participants learn to measure their success as supervisors by the number of employees who improve their work performance, rather than by the number of employees reprimanded , or discharged.

Coaching methodologies are either directive or non-directive in approach. Directive coaching involves the busy manager who sometimes acts as a coach: telling, instructing, giving advice, offering guidance, giving feedback, making suggestions etc. Non-directive coaching involves helping someone to solve their own problems.

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Potential Appraisal and Development:

Potential appraisal may thus be defined as a process of determining an employee’s strengths and weaknesses with a view to use this as a predictor of his future performance.

Training:

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that, relate to specific useful competencies.

It forms the core of apprenticeships and provides the backbone of content at institutes of technology.

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Effective training imparts a way of thinking. A well trained person when faced with a problem should is able to respond quickly and wisely. Appropriate training leads to a better and happier person on the job, an individual who is able to function as part of the organizations team.

An organization can increase the turnover by keeping valued employees and if it is willing to invest in their professional development, by helping they gain new skills and expertise through organizational support for their training.

The symptoms of a lack of proper training are many. The most self-evident are haphazard work, delays and malfunctions because of errors or mistakes, performance and quality standards not met, excessive wear and tear of equipment, and failures to follow established rules and procedures.

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Organizational Development:

The term ‘Organization Development’ is often used interchangeably with Organizational Effectiveness. Organizations always aim to increase the effectiveness and efficiency of their actions.

Organization Development is a growing field that is responsive to many new approaches. One need to improve greatly in these areas until this is done one cannot achieve the ambitious business goals set for oneself.

Attracting talent, developing good leaders and creating competent organizations will be regarded as a strategic area that requires time, resources and prioritization by top management.

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The organizational development is necessary to achieve such aims for which organizations often call upon the assistance of an external adviser or consultant.

There are courses designed for advisers who want to learn how to design and guide organizational change from the intake with the client up to the implementation of change.

Rewards:

In today’s scenario the quality of talent has increased manifold, the need to retain the best employee’s remains vital to any company’s viability.

Keeping them healthy, building a better benefits experience and providing a clear vision of benefits as part of a total rewards package is important in any economic climate.

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These keep the employees going, boosts the morale of the workers and at the same time deliver the organizations values to the worker.

The satisfied employees contribute to the development and growth of the organization. There are organizations which apart from providing statutory benefits offers various voluntary benefits to its employees in the form of allowances, perks and advances.

Employee Welfare and Quality of Work Life:

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Efforts are done to provide employees with opportunity to balance career and family.

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Various programs help employees cope with balancing the dynamic complexities of today’s work and family life, including flexible work schedules, family friendly leave, on-site child development center, on-site fitness center, on-site health clinic, on-site eating establishments, transportation fringe benefit, additional benefits for the employees and much more.

Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration.

The welfare measures need not be in monetary terms only but in any kind or forms. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization.

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The purpose of providing such facilities is to make their work life better and also to raise their standard of living.